US Recruiter for Enterprise Sales, Operations, and Implementation Roles

Experienced US Recruiter for Enterprise Sales, Operations, and Implementation Roles Overview We are seeking an experienced recruiter with a strong track record hiring high-performing professionals in the United States. Our three priority roles are: 1. Enterprise Account Executives 2. Operations Managers 3. Implementation Managers The recruiter must be capable of actively sourcing passive and active candidates, conducting credible screening interviews, validating performance history, and presenting a focused shortlist of qualified, interested, and interview-ready candidates. Priority Roles 1. Enterprise Account Executives The recruiter should be able to identify and assess candidates with experience in: • Enterprise B2B technology, SaaS, AI, consulting, or professional-services sales • Prospecting and developing new enterprise accounts • Managing long and complex sales cycles • Selling to senior executives and multiple stakeholders • Building pipeline rather than relying primarily on inbound leads • Achieving measurable quota and revenue targets • Selling higher-value solutions involving multiple internal and customer stakeholders Assessment standard: The recruiter must verify whether candidates genuinely achieved quota, sourced their own opportunities, closed new business, and personally influenced the sales outcome. 2. Operations Managers The recruiter should be able to identify and assess candidates with experience in: • Managing day-to-day business operations • Creating and improving operating processes • Coordinating work across multiple departments • Managing projects, deadlines, and accountability • Building reporting, documentation, and operating discipline • Working directly with company leadership • Operating effectively in a growing or changing organization • Identifying problems and driving them through resolution Assessment standard: The recruiter must distinguish hands-on operators from candidates who primarily coordinate meetings or maintain existing processes. 3. Implementation Managers The recruiter should be able to identify and assess candidates with experience in: • Leading customer onboarding and software implementations • Conducting customer discovery and requirements gathering • Translating business workflows into implementation plans • Coordinating customers, product teams, engineers, and internal stakeholders • Managing implementation timelines, risks, dependencies, and launches • Training users and supporting adoption • Creating implementation documentation and repeatable processes • Managing multiple customer implementations simultaneously Assessment standard: The recruiter must assess whether candidates have personally owned implementations from discovery through launch and adoption. Responsibilities • Review each role and confirm the ideal candidate profile • Define mandatory and preferred qualifications for each position • Develop a targeted sourcing strategy for each role • Actively source passive and active US-based candidates • Use LinkedIn, professional networks, referrals, job platforms, and other relevant sourcing channels • Write personalized candidate outreach • Conduct initial recruiter interviews and evaluate candidates against an agreed scorecard • Verify relevant experience, performance, motivation, compensation expectations, location, and availability • Assess communication ability, ownership, judgment, and fit for a growing company • Present only qualified, interested, and interview-ready candidates • Provide concise written recruiter notes for every submitted candidate • Coordinate interviews and maintain professional candidate communication • Maintain an accurate recruiting pipeline and provide weekly reporting • Support reference checks and offer-stage communication when requested What Counts as a Qualified Candidate A candidate counts toward the pilot deliverables only after the recruiter has: • Conducted a live screening interview • Confirmed the candidate meets all mandatory requirements • Verified the candidate’s relevant accomplishments • Confirmed compensation expectations • Confirmed location and work-arrangement requirements • Confirmed availability and potential start date • Explained the role and Company to the candidate • Confirmed genuine candidate interest • Documented strengths, concerns, and recommended next steps The following do not count: an unscreened LinkedIn profile, unverified resume, unsolicited application, duplicate candidate already known to the company, or candidate who has not confirmed interest. Required Experience • At least five years of professional recruiting experience • Demonstrated experience recruiting in the United States • Successful experience hiring at least two of the three priority roles • Experience recruiting for technology, enterprise software, SaaS, AI, consulting, or professional-services companies • Proven ability to source passive candidates • Strong interviewing and candidate-assessment skills • Experience working directly with founders, CEOs, executives, or senior hiring managers • Excellent written and spoken English • Strong organization, responsiveness, and follow-through • Availability for regular communication during US business hours Strongly Preferred • Successful recruiting experience across all three priority roles • Experience hiring enterprise salespeople responsible for new-logo revenue • Experience hiring operations leaders for startups or scaling companies • Experience hiring implementation leaders for enterprise software or complex customer deployments • Access to LinkedIn Recruiter or comparable sourcing tools • An established network of US technology candidates • A track record of filling difficult roles within 30–45 days • Strong Upwork performance and relevant US client references Initial Two-Week Paid Pilot The initial two-week pilot will focus on one designated priority role. Additional roles may be added only by mutual agreement, with adjusted hours, deliverables, and compensation. 1. Conduct a kickoff and role-calibration session. 2. Define the target candidate profile and sourcing strategy. 3. Create an agreed candidate evaluation scorecard. 4. Begin direct candidate outreach within two business days. 5. Provide an initial pipeline report within five business days. 6. Conduct recruiter screening interviews. 7. Present three to five qualified, interested, and interview-ready candidates. 8. Provide complete recruiter notes for every submitted candidate. 9. Identify any compensation, market, location, or role-positioning issues affecting the search. 10. Recommend next steps based on candidate-market feedback. Candidate quality is more important than resume volume. Pilot Success Metrics • First direct outreach launched within two business days • Initial pipeline report delivered within five business days • Speed to first qualified candidate • Quality and relevance of submitted candidates • At least three of the first five submitted candidates accepted for a hiring-manager interview • Accuracy and depth of candidate screening • Candidate response and engagement rates • Quality of written recruiter notes and pipeline reporting • Communication, responsiveness, and professional representation of the company • Progress toward a successful hire Working and Commercial Expectations • The recruiter must perform the work directly unless subcontracting is approved in writing. • Candidates must not be submitted without their knowledge and confirmed interest. • Candidate information must be handled confidentially. • The recruiter must maintain an organized and transparent recruiting pipeline. • Paid job advertisements or external sourcing costs require advance approval. • The recruiter must disclose any placement or success fee before work begins. Commercial structure: This is initially an hourly, two-week pilot capped at 20 hours. Applicants should provide their hourly rate and expected allocation of those hours. Any placement or success fee must be disclosed in advance and agreed to separately before work begins. How to Apply Please answer every question below. Generic proposals will not be considered. 1. Which of the three priority roles have you successfully filled? 2. Provide two professional references from CEOs or senior executives at U.S.-based companies where you have worked. 3. How many US placements have you made in these categories during the past three years? 4. Provide two examples of directly relevant and difficult US-based searches you successfully completed. 5. How do you verify that an Enterprise Account Executive genuinely achieved quota and sourced new business? 6. How do you distinguish a hands-on Operations Manager from a coordinator? 7. How do you determine whether an Implementation Manager personally owned deployments from discovery through launch? 8. What percentage of your submitted candidates typically advance to a hiring-manager interview? 9. Which sourcing tools and candidate databases do you personally use, and do you have LinkedIn Recruiter access? 10. Will you personally perform the work, and how quickly can you present the first qualified candidate? 11. Provide your hourly rate, expected allocation of up to 20 pilot hours, and any separate placement or success fee.